By Robin E. Shea on August 9, 2013 Posted in Discrimination,Employment at Will,Harassment,Independent Contractor,Wage-HourIn our insecure economy, temporary employees and independent contractors allow employers to get the work done while staying flexible enough to survive. But there are abuses, and dangers if employers misclassify workers, or if they keep their "temps" around so long that they become "perms" in reality if not in name. Here are four reasons to be very careful about how you use contingent workers… Continue Reading

By Robin E. Shea on October 14, 2011 Posted in Civil Procedure,Discrimination,Employment at WillDefense lawyers often try to dismiss employment lawsuits too early, costing their clients time, money, and sometimes the good will of the judge, which is never a good thing. Here are five reasons why an early motion to dismiss may not be in your best interests as an employer. Our "no legalese" guarantee still applies… Continue Reading

By Robin E. Shea on August 29, 2011 Posted in Employment at Will,Labor RelationsEmployer FAQ No. 2: "What does 'right to work' mean?" As I've said in a previous post, "right to work" is not a synonym for "employment at will." A "right-to-work" state is one in which employees may not be required to join unions or pay union dues as a condition of employment… Continue Reading

By Robin E. Shea on April 21, 2011 Posted in Discrimination,Employment at WillAll of us have been guilty of fudging on the truth, if not out-and-out lying, from time to time. But the fact that we've done it doesn't make it right. There are many reasons why honesty is the best policy, and I'd like to talk about why it is important in the employment context… Continue Reading

By Robin E. Shea on November 30, 2010 Posted in Discrimination,Employment at Will"This is an employment-at-will state, and I can fire you for a good reason, a bad reason, or no reason at all." Technically, this is true in most states, but in effect it is a lie which employers rely on at their peril… Continue Reading

About Us

Robin Shea has more than 20 years' experience in employment litigation, including Title VII and the Age Discrimination in Employment Act, the Americans with Disabilities Act (including the Amendments Act). Continue Reading

About our Firm

Since 1946, Constangy attorneys have counseled employers, from Fortune 500 corporations to smaller companies across the nation. We have more than 125 attorneys in more than 20 offices throughout the United States. Our attorneys understand what it’s like to walk in clients’ shoes—whether in the board room, the courtroom, or the factory. Just like in our blog, “legalese” is not spoken at our firm; we communicate with our clients in plain English. Clients view us as strategic partners, not just legal technicians.